Archive for category LP Content Desk

Teams track progress in many different ways. Most commonly I see variations on a burn down chart. But if you’re finding that a little bit boring, then there’s no reason not to get creative to illustrate progress.

Here’s an idea from a team working their way through every country in the world. Each country gets coloured in as it is completed. Stakeholders can see the progress as it happens, and also whether the country they are interested in has been completed yet. If you click on the image below, the animation shows the progress over a few weeks.

Like this:

Retrospectives are the place for everyone to have their say on what’s working and what isn’t. But does everyone have their say? Who’s talking? Who’s not?

Sometimes it’s hard to tell who speaks and who gets drowned out. To get to the bottom of this, one of our team began mapping who spoke during the retro, almost as a doodle. It’s a simple idea which has been evolved by other members of the team as they had a go at it. The latest incarnation of the heat map shows who is interacting with who. The secret sauce here is empowerment. This mapping process started because Dan felt empowered to just do it, and each subsequent team member who evolved the map felt empowered to adapt and improve it.

When you can easily see who’s interacting and who’s not, you can see where the whole team is missing out on important contributions from some members, and we can ask why.

The team that I work with runs a complex process involving many steps that require specialized knowledge for each step. Their aim is to have everyone skilled up on all the steps, and avoid single points of failure. It was pretty hard for team members to know who knew what, and we needed to be sure when Christmas holidays came along that the few people left knew enough to keep the process rolling.

They came up with a visual to solve this. This grid lists all the steps in the process across the top, and all the members of the team down the side. A half circle means that person has learned the task, two half circles means that they know it well enough to teach someone else. And the little avatars across the top next to each step show who the expert is for that step – and therefore the best person to go to with questions.

As well as being a self-serve training plan – it’s easy to see what each person does and doesn’t know and therefore make sure they learn new steps – it also highlights areas of risk. In this picture we can see that the last step, with only one person knowing how to do it, shows up a pretty big risk if that person is away.

Below, you can see this “self serve university” at a massive scale. This time it covers more than 100 niche skills, and 80 people. The principle is the same: people can mark each skill with either “I know this skill”, “I want this skill” or “I can teach this skill”.

Some cards just never seem to move up the backlog. They are always deprioritised to make way for something else. After a while it becomes apparent that they are never going to get prioritised, that there will always be something more important. But it can be hard to remove a story from the backlog – someone usually still holds that story close to their heart. It’s a good way of managing team members attachment to particular stories. It almost never happens – but if needed, a card can be brought back into play from the cemetery. It’s also a useful visual to show how many things that we think are really important at the time, actually become so unimportant that they never get done.

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Disclaimer

It’s important to note that this is our personal blog. Although Fiona currently works with Spotify and Nick works for Thoughtworks, everything in this blog is our own personal opinion. In no way are the views of Luna Tractor, Thoughtworks or anyone else for that matter represented here.